Managing: you're not one of the gang any more
By Helen Wilkie

Managing people who used to be your peers presents its own special set of challenges. More than a few budding management careers have foundered on these rocky shores.

Trouble typically comes when the manager adopts one of two extremes. He or she either flaunts the new position and behaves arrogantly towards workers, or tries to maintain the same chummy relationship as before, almost pretending the promotion hadn't happened.

As a manager, you should avoid both extremes. Here's why.

It's possible that some of your people will resent your promotion, feeling that they were equally qualified for the job. If you take a high-handed attitude towards them you'll only compound that resentment. The natural human reaction will be to resist your efforts to manage, making your job more difficult.

If you try to maintain your former relationship, on the other hand, you still set yourself up for failure. It may seem like a good idea at first because you may feel your friends will be on your side. But managers often have to make unpopular decisions or criticize people's work, and when this happens they will feel betrayed because you've put them in a position of not knowing where they stand.

In either case, you'll have lost an opportunity to build the trust that is so necessary to your success.

So what's the answer?

I recommend that you be up front with your people from the first day. In your first department or team meeting, address the issue directly. Tell them you realize one of them could easily have been made manager instead of you, and that you are honored to be the one chosen to lead them. Mention the advantage of having worked in the department and knowing how it works. Finally, tell them you will listen respectfully to their ideas, represent their interests to senior management and see that they get recognition for their efforts.

Warn them that as manager you will sometimes have to make decisions they won't like, but promise to treat them fairly and with consideration. Ask that in return, they make every effort to adapt to the new situation and work with you to the benefit of the team.

Then live up to your commitments. Conduct yourself professionally, and you'll soon earn the respect, trust and loyalty of your people.

 

Helen Wilkie is a professional speaker, consultant, author and Official Guide for The Manager's Journey. If you are a new manager, check out the program at http://www.themanagersjourney.com where you can also hear three interviews with management experts absolutely free!